To relay feedback to a hiring manager on a candidate’s results is a good way to help paint a picture of the future success of the candidate, as well as guide the hiring manager on how they can manage the candidate if you hire them.
This feedback guide provides you with a step-by-step guide on how to run such a session using Alva’s leadership report.
Prepare Ahead of the Feedback Session
Before you meet with the hiring manager, you need to have a good understanding of the results in the report.
Look at the overall role fit for the candidate (found in the platform/ATS).
A candidate with a high role fit score is considered more likely to be a successful hire.
Read through the results from the leadership report. If needed, read more about how to understand the leadership report HERE.
Identify the areas marked as “likely strength”, if any. Mark down what you see are the three biggest strengths of the candidate.
Keep the specific role in mind, why is it a strength in this context?
If relevant, keep organization-generic leadership expectations and frameworks in mind, why is it a strength in this context?
Identify the areas marked as “likely challenge”, if any. Mark down the one-two biggest risks/developmental areas for the candidate.
Keep the specific role in mind, why is it a challenge in this context?
If relevant, keep organization-generic leadership expectations and frameworks in mind, why is it a challenge in this context?
If you have any data points from the candidate (from interviews or conversations) that exemplify the results, note those down.
Run the Feedback Session
Once you have summarized the results for yourself, you are ready to relay the highlights to the hiring manager. In every hiring process, there will be a lot of information. Your job is to sort out the most relevant pieces to help them make a decision.
Start by giving your recommendations if you should proceed with this candidate or not. Ideally, you base this on the role fit score.
Explain why you make this recommendation using a very brief summary.
Provide more context by explaining how this candidate will likely come across and act in the specific role.
Give pointers on how the hiring manager can leverage the insight in their future leadership (if you end up hiring the candidate).
Ask for thoughts and questions.
Wrap up by repeating your recommendation and clarifying next steps.
An Example Script
“I would recommend proceeding with this candidate.”
“She has a high role fit, meaning she has the right characteristics to do a good job. Her strong resilience and ability to drive towards results makes me believe this is the right candidate for us.”
“The candidate will likely be good at executing a plan and making sure the team moves towards the set goals. She will hold others accountable and adjust the course as needed.”
“You will most likely be able to set high goals for her and the team, and she will work hard to make sure those goals are met” [lifting a high result on the category Achieving results]. “One thing I think you can help her with is decision-making. There is a risk she might rush things. You can help her stop and reflect before jumping on a solution” [pointing out a lower score on the area of decision-making].
"Do you have any questions? Does this rhyme well with your perception of the candidate?"
“Okay so to wrap things up. I think this is a strong candidate we should proceed with. The next step would be to write up a job offer.”